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Staffing News Online

NJSA's Staffing News Online is a monthly e-newsletter that is available to the staffing industry.  The content for Staffing News Online comes directly from our industry partners.  If you are an NJSA industry partner and would like to submit content for Staffing News Online, please email office@njsa.com with your article.

  • Wednesday, September 30, 2020 2:44 PM | Denise Downing (Administrator)

    Submitted by Two River Benefits Consultants

    For many, the start of school looks different this year: from all virtual, to hybrid, to parent’s choice. Employers required to provide leave under the Federal Families First Coronavirus Act (“FFCRA”) may be wondering how to administer FFCRA leave under this new regime.

    Not to be out-classed, the U.S. Department of Labor (“DOL”) issued new FAQs regarding use of FFCRA leave in these new school opening arrangements and clarified when FFCRA leave is not available.

    The new FAQs – numbers 98, 99, and 100, respectively, provide guidance. Specifically:

    • An employee may take FFCRA leave on a child’s remote learning days in a hybrid learning method: Some schools are using a “hybrid” or “alternate day” attendance method. Generally, this is when a school is open every day, but students are only on-site some days and remote learning on other days. According to the DOL, an employee is eligible to take paid leave under the FFCRA on days when the employee’s child is not permitted to attend school in person and must instead engage in remote learning. The DOL clarifies that this leave can be taken as long as the employee is actually caring for the child during that time and only if no other suitable person is available to do so.
    • FFCRA leave is not available to take care of a child whose school is open for in-person attendance, but the employee chose a remote learning option for the child: Some schools provided parents with a choice between having their child attend school in-person or participate in a remote learning program. If a remote learning program was chosen, FFCRA leave is not available because the school is not “closed” due to COVID-19 reasons. Rather, the child is home because the employee chose to have the child remain home. However, the DOL provides the caveat that if, because of COVID-19, an employee’s child is under a quarantine order or has been advised by a health care provider to self-isolate or self-quarantine, the employee may be eligible to take paid leave to care for the child.
    • If the school year is beginning solely under a remote learning program due to COVID-19 concerns, employees may take FFCRA leave: An employee may take paid FFCRA leave while the child’s school remains closed and only remote learning is available, because the school is closed in this scenario. However, if the school reopens, whether FFCRA leave is available will depend on the type of reopening, as discussed above.

    The full DOL FFCRA FAQs can be found here. The DOL periodically updates these FAQs, so this link should be checked often.

    Click here to download the full article.

  • Tuesday, September 01, 2020 10:19 AM | Denise Downing (Administrator)

    Submitted by Haley Marketing

    At Haley Marketing, we have access to a lot of data. We manage online advertising campaigns across Facebook and Google while also owning proprietary job board software.

    Back at the start of April, when the pandemic impacted on the United States, we looked at Facebook, Google, and Job Boards trends in the staffing industry since the start of COVID-19.

    We have completed the second quarter of 2020, and we are analyzing quarterly data trends for the staffing industry in these areas. On top of looking at the data, we will suggest takeaways or an action plan to adjust your strategy quickly to take advantage of recent user behavior.

    Let’s dig into the second quarter data in the staffing industry.


    Where to begin!?

    Let’s break them down one by one:

    • Job Board Page Views: This had an enormous decrease of more than 38%. Let's not overthink the decrease; there are fewer jobs to fill. On top of that, fewer people are looking for employment for a couple of reasons: safety and increase in unemployment benefits.
    • Applications: While this decreased by more than 18%, it didn’t have anywhere near as sharp of decline as the page views. The significant increase of unemployed people means that more people are looking for jobs. Yes, there are fewer jobs, but there are a lot more people looking for jobs.
    • Conversion Rate: This jumped up by nearly 15%. A lot of people need jobs. They are applying.
    • Desktop vs. Mobile: Desktop traffic increased by more than 5% in 2020 Q2 compared to 2020 Q1. Thinking it through, people are spending more time at home. That naturally leads to the behavior of more time on your desktop/laptop and less time on your mobile device.

    What’s the takeaway? What’s happening is what we should expect. There are fewer jobs (it is trending up in June but still 25-30% lower than February), and there are many looking for jobs.

    With an increase in demand and decrease in supply, make sure to have a strong process in place for finding the right people for your jobs. Focusing on your recruitment marketing is important to attract the right candidates. Showcase employer branding. Make the application simple to complete. Find the best talent because there is a lot of talent available that hasn’t been available for a number of years. Now isn't the time to ignore the recruitment marketing and just think applications will flow. Yes, you'll get applications, but the quality won't be what your recruiters want.


    The top takeaway for Facebook Advertising – it costs less for building the awareness of your brand. In 2020 Q2, the cost per 1,000 impressions was $6.14, while in 2020 Q1, the cost was $7.99 – that’s a decrease of more than 30%!

    On the flip side of that, the conversion rate decreased from 1.96% to 1.57%, which isn’t great. HOWEVER – the cost per click decreased by two cents.

    Let’s summarize those trends – it costs significantly less for the awareness of your brand and slightly less for getting clicks. The perfect combination!

    How did we get to that combination?

    • People are spending more time online, so there is more real estate available for Facebook advertisements.
    • People are clicking on fewer ads, so conversion rates are lower. Ideally, we wouldn't want that, but it's OK because of the decrease in cost per click and cost per 1,000 impressions.
    • Fewer companies are advertising online, so the less competition in advertising results in lower costs for Facebook ads and overcomes the lower conversion rate.

    Similar to April, there isn’t a better value right now in online advertising than on Facebook. Costs have dropped significantly, and if you don’t advertise, one of your competitors will.


    This area had the least change in user behavior in the first six months of 2020. The biggest takeaway is that budgets haven’t decreased in this area.

    Building off our trend that we know people are spending more time online, the data lines up:

    • More impressions for advertisements – because people are conducting more searches on Google.
    • Lower conversion rates because people are spending more time online (down by 6%) and appear to be browsing more.
    • The cost per click bounced up by more than 9%.

    Putting those last two points together shows budgets have stayed the same or even increased from companies targeting employment terms on Google. I wouldn’t avoid the area because people will always look to Google to answer their questions, but there isn’t a significant opportunity like there is on Facebook.


    Of the four areas analyzed, this area saw the biggest increase in competition and cost.

    Google Display ads are banner ads that appear on Google Display Networks (2 million-plus websites). The main goal for these ads is to increase awareness – think of it as an online billboard.

    From our data, impressions decreased by 4% while the cost per 1,000 impressions increased by 5%. If we stay consistent that people are spending more time online, this means that advertisers are spending more money with this tactic.

    The takeaway – it’s important to keep your branding in front of your customers, especially in an economic downturn. If you go away in advertising, they may think you closed the doors for good. Don’t ignore this awareness tactic, but don’t expect a huge value. The cost increased, but it was a small increase - 14 more cents per 1,000 impressions.

    Use Data to Your Advantage

    Data is great. But it also can be overwhelming. That's where Haley Marketing Group is here to help.

    Our team of experts analyzes data and trends in marketing, bringing the best strategies and tactics to the staffing industry to help companies meet their business goals.

    If you're looking to take advantage of these trends or looking for the best marketing strategy to help your company grow, please don't hesitate to reach out to our team!

    Click here to download the article in PDF format.

  • Tuesday, September 01, 2020 10:18 AM | Denise Downing (Administrator)

    Submitted by Peapack-Gladstone Bank

    The Peapack-Gladstone Bank is pleased to present its Q2 2020 quarterly human capital solutions industry update from our Senior Advisor, Jim Janesky, who oversees client coverage and leads the vertical.

    Through this industry update, we will share with you our impressions on the market, track the leading macroeconomic indicators, report relevant transactions, public market valuations and highlight current trends. We also encourage you to set up a meet and greet with Jim Janesky and obtain a complimentary evaluation of your business.

    Click here to access the update.

  • Tuesday, September 01, 2020 10:11 AM | Denise Downing (Administrator)

    Submitted by TempWorks Software

    If you’re hiring for remote positions during the pandemic, it’s important to recognize which candidates will be effective when onboarding and working from home. Businesses should work to support all employees—including those who may not thrive in remote environments—but it’s useful to know the handful of traits that will lead a new hire towards success without intense supervision or a strict schedule.


    Employees with good self-discipline typically do well in remote work environments. They are able to set their own goals, meet deadlines, and hold themselves accountable. They can also easily build themselves a structured workday in their own home without the routine that office spaces often give to other workers.

    Emotional Intelligence

    Although emotional intelligence is often interpreted as useful for in-person communication and teamwork, it’s also an indicator of an employee who will succeed remotely. A person with high emotional intelligence excels at regulating their emotions. Because they understand their own stress triggers, they can respond to them accordingly. This means managers are less likely to worry unnecessarily about burnout or reduced quality of work.

    Written and Verbal Communication

    With so much communication happening via email or slack channels, excellent remote workers are usually competent at crafting messages—even small, innocuous ones—with speed and precision. They will also be equally competent communicating via phone or video calls. In the current global situation, all methods of communication are being relied on, meaning that an effective remote worker should have a good grasp on multiple ways of exchanging information with coworkers.

    These traits are not limited to remote employees. They also apply to workers who excel in a classic office space, and thus they will be able to shift back to the office with little difficulty or reduction in work quality. However, current trends are leading towards a higher percentage of employees who work remotely, and keeping these traits in mind will help you hire a successful remote employee.

  • Tuesday, September 01, 2020 10:11 AM | Denise Downing (Administrator)

    Crimcheck, an award-winning provider of employment background screening, drug testing, and E-Verify solutions, and TempWorks Software, a premier staffing software provider including applicant tracking and onboarding, have announced the integration of their solutions and formal launch of their strategic partnership.

    Staffing customers can now quickly and securely order background screening and drug testing solutions, track status, and view completed reports within TempWorks Beyond. When customers order, the compliance-focused process sends candidates a text or email prompting them to provide information and electronically sign their background check authorization. The solutions are mobile-optimized, so customers and candidates may use any device. Integrating TempWorks and Crimcheck streamlines the employment screening process, adds transparency for job applicants, and accelerates time to hire.

    “Crimcheck and TempWorks have a shared focus on providing best-in-class service and innovations that help customers screen and onboard candidates more efficiently,” said David Nadell, National Director of Strategic Partnerships at Crimcheck. “I am excited for mutual customers to improve their productivity by implementing our integration and for new customers to experience Crimcheck’s Safe Hiring Advantage.”

    While continuously innovating and automating processes, Crimcheck maintains the reassurance of human touch. Its customer service team is 100% U.S. based, and customers speak with their dedicated account representative, not a call center. Through its devoted team members and proprietary platform, Crimcheck processes screening solutions seven days a week, often improving customers’ time to hire by days. The TempWorks-Crimcheck-integration adds additional velocity to shared customers’ hiring processes.

    “Our integration with Crimcheck gives customers a wider variety of options when it comes to background screening,” said TempWorks Software’s Director of Strategic Alliances, Genia Friscone. “One of our goals is to alleviate any unnecessary difficulties from the hiring process, and Crimcheck is going to be a huge advantage for that.”

    TempWorks Software’s commitment to client services and ability to customize its products make it one of the top software providers for staffing agencies across the nation. With a streamlined hiring process and the TempWorks—Crimcheck integration, staffing agencies can hire quality candidates faster, adapt their businesses to the constantly evolving COVID-19 crisis, and emerge post-pandemic stronger than before.

    The TempWorks – Crimcheck integration is now available. For additional information, please contact your TempWorks and Crimcheck account representatives, Genia Friscone with TempWorks at genia.friscone@tempworks.com, or Jeff Sosic with Crimcheck at jeffsosic@crimcheck.com.

    About Crimcheck

    Crimcheck protects clients’ employees, customers, assets, and brands by providing comprehensive, accurate and compliant employment screening solutions. Crimcheck is PBSA Accredited, an HRO Today Customer Satisfaction Award Winner, an NMSDC certified minority-owned business, and an Inc. 5000 company. Its solutions improve customers’ efficiency, ensure compliance, enhance candidate experience, and accelerate time to hire. Learn more at https://crimcheck.net/.

    About TempWorks Software

    TempWorks Software delivers innovative and cutting-edge staffing software solutions to hundreds of temporary staffing agencies of all sizes across the nation. From online application portals to mobile front office and onboarding tools, an employee engagement mobile app, invoicing and flexible reporting, TempWorks Software has supported client growth for more than 20 years with exemplary client service and an experienced team. Learn more at https://www.tempworks.com/.

  • Thursday, July 30, 2020 10:01 AM | Denise Downing (Administrator)

    Submitted by Avionté

    Brace yourself, there’s a storm coming.

    A storm of order volumes in epic proportions. There will likely come a time (hopefully soon) when the estimated 40 million unemployed Americans will return to the workforce, leaning heavily on staffing firms for help.

    Before the storm arrives, now is the ideal time for staffing agencies to discover new ways for their businesses to be more productive, more efficient, and better positioned for growth. Highlighted below is a collection of eight staffing technologies that are designed to help your firm achieve growth now and in the future.

    To help out, we asked a variety of our trusted partners to assemble their top technology offerings that can make the biggest positive impact with COVID-19 in mind. The name of the game is growth.

    Video Interviewing

    How it Helps During COVID-19

    With the increase in social distancing restrictions, meeting in-person for an interview may not be a viable option anymore (or at least for the next few months). The Avionté platform allows for effortless two-way video interviewing that improves hire quality and lowers the cost to fill – all while keeping your employees and candidates safe. Not only is this tool beneficial for the staffing firm, 57% of candidates actually prefer live video interviews. In addition, video interviews are 6X faster than phone interviews.


    How it Helps During COVID-19

    As the market changes quickly, staffing firms need ways to get in touch with talent and clients effectively, while still delivering a human touch. Given that 90% of people read texts within three minutes and respond within 90 seconds, Sense Messaging is perfect for recruiters and sales teams to drive real engagement and accelerate placements. Leverage templates, use emojis, and move from broadcasts to 1:1 messages to stay efficient and personal while increasing response rates by 50% or more. When you need to make placements quickly, think about how two-way texting can move candidates through the hiring funnel faster over email alone.

    I-9 Verification

    How it Helps During COVID-19

    Employers with employees taking physical proximity precautions due to COVID-19 will not be required to review the employee’s identity and employment authorization documents in the employee’s physical presence. However, once normal operations resume, all employees who were onboarded using remote verification must report to their employer within three business days for in-person verification of identity and employment eligibility documentation. If there are employees physically present at a work location, no exceptions are being implemented at this time for in-person verification of identity and employment eligibility documentation.

    MAXIMUS helps employers to achieve compliance with all U.S. Department of Homeland Security guidelines with easy-to-use electronic I-9 management software. In just minutes, managers can verify each new hire’s information and sign the form electronically. Human errors are virtually eliminated due to validation checks, built right into the software, which prevents progress without first entering the proper information. You no longer have to worry about lost forms or forgotten signatures. You can feel confident that you are getting your I-9s done right the first time, saving time and valuable resources.

    Employee Benefits

    How It Helps During COVID-19

    COVID-19 has swiftly introduced enormous uncertainty into the day-to-day operations of staffing companies. ESC offers a variety of employee benefit plans exclusive to the staffing industry. ESC is part of the largest provider of employee benefits to the Staffing Industry, processing over two million enrollment forms per year, with 750,000 temporary employees enrolling annually.

    Automated Engagement

    How it Helps During COVID-19

    Communicating with your talent and clients is more important than ever, but with recruiters stretched thin across the industry, it’s hard to deliver consistent, personalized messages to everyone. Automate critical outreach to all of your important audiences and streamline your processes with Sense Engage – the leading automation and engagement platform. Build robust workflows with triggered touchpoints, like talent check-ins, client outreach, and NPS surveys, across the talent lifecycle using your AviontéBOLD data to personalize emails and SMS. As hiring picks back up, keep your job board costs low by reactivating dormant candidates hiding in your Avionté database (firms can see a spend reduction up to 25% using automation!).

    Tax Credits

    How it Helps During COVID-19

    To help provide economic support to businesses impacted by the pandemic, the federal government is offering relief through the Families First Coronavirus Response Act (FFCRA) and the Coronavirus Aid, Relief, and Economic Security Act (CARES Act) to staffing firms who qualify. Synergi Partners provides tax credit and consulting services that can help staffing firms discover:

    If they are eligible for tax credits under the FFCRA & CARES Acts

    How much credit they can review (up to 5K per employee)

    If the staffing firms have to pay back the credit

    If your firm has been impacted by COVID-19, there’s a good chance you qualify for credits.

    Digital Onboarding

    How it Helps During COVID-19

    With more of your staff working from home, not having to rely on physical office items like printers or fax machines is essential to keeping the onboarding flow in motion. Digital Onboarding from Avionté allows for a seamless digital onboarding process for the candidate and recruiter – all from the comfort of home or another location outside of the office.

    Google Analytics

    How it Helps During COVID-19

    This website analytics power tools helps businesses make informed decisions that can help drive you recruitment marketing strategy. And, this tool is 100% free to use, which makes it especially appealing to leverage during a global pandemic since the only investment is a little bit of time to learn the platform. Google Analytics can help staffing firms answer a variety of questions including:

    Which of your social media platforms drive the most traffic?

    Which of your pages (excluding your homepage) is driving the most candidates to your website?

    In terms of geography, what US state brings in the most users?

    For a quick how-to-guide to answer these questions with Google Analytics, check out our previous blog on 6 Free Tools to Help With Your Recruitment Marketing.

    While initial data is looking promising for an increase in assignments week-over-week, the future is still unpredictable. What will happen next is still uncertain but one thing is clear, staffing firms leveraging the right technology will be in a better position for growth once the economy unthaws. To stay up to date with new trends in the staffing industry, be sure to check out our weekly blog series titled, Avionté RAW, which explores data that offers insights as to where things have been and potentially where they may be headed.

    In addition, we have added COVID-19 Resources to our website. This resource center provides information from across the US and Canada that could affect how you do business. Check it frequently for the latest information and business trends occurring during these challenging times.

    About Avionté

    Avionté is a leader in enterprise staffing and recruiting software solutions, offering innovative end-to-end staffing solutions to over 900 customers and 25,000 users throughout the U.S. and Canada. Avionté delivers a robust platform for clerical, light industrial, IT, and professional staffing firms to maximize profits and boost productivity.

    Click here to view the article on Avionte's website.

  • Thursday, July 30, 2020 10:00 AM | Denise Downing (Administrator)

    Submitted by Haley Marketing

    Statewide shelter-in-place orders. Mandatory business closures. Unprecedented economic challenges. And now, indications of a "second wave."

    In just a few short weeks, the pandemic fundamentally altered the way we think, behave, and of course, work. It brought our economy to a screeching halt. It created panic and uncertainty like we've never known.

    Click here to download the article as a PDF.

  • Thursday, July 30, 2020 9:57 AM | Denise Downing (Administrator)

    Submitted by Crimcheck

    Over the last few years, you have been conducting your background screening program consistently across your organization. Some have established a few background check packages for different roles within your workforce. While many of Crimcheck’s clients have increased their hiring and background check volumes to keep up with essential service needs of consumers, unfortunately many others need to put hiring initiatives on hold. Whichever side you’re on, now may be an opportune time to spring clean your background screening program.

    At Crimcheck, we work consultatively with every client, large or small. We can work with you to audit your current program and screening packages to optimize them for your needs, now and in the future. Making program updates can improve your team’s efficiency and enable you to gather the information you need to make informed hiring decisions.

    Custom Package URLs

    Crimcheck can customize dedicated package URLs for you to embed in candidate onboarding communications, host on secure computers within your premises, and have qualifying candidates complete at job fairs. Wherever the location, your candidate will be walked through an easy-to-use process in which they provide basic contact information and then e-sign their background check authorization to begin the screening process. 100% hands-free ordering for your team!

    eFetch EaseTM Batch Ordering

    Do you have a backlog of background checks to conduct, but little time to submit them? Use Crimcheck’s eFetch Ease to simply upload a spreadsheet to us to start the process. Contact your Customer Support representative to obtain our Microsoft Excel template and further information.

    Learn More >>

    Services You May Need Now More Than Ever

    At Crimcheck, we help our clients develop right-sized programs, which means creating background check and drug testing packages relevant to the roles you’re hiring. However, needs evolve and conditions change, creating an opportunity to optimize your program for your needs today and to plan for the future. Here are a few circumstances and services you should consider.

    Are some of your employees now performing deliveries? We have restaurant and retail clients who did not conduct a Motor Vehicle Record check on their wait staff, hosts, sales team members, etc. at the time they were hired. Now that these individuals are delivering food and products as part of their duties, clients are conducting MVR searches on them. We can help you quickly run MVR checks on those you need and create a package that includes MVR (if you don’t already have one) to simplify ordering in the future.

    Are you up to speed on federal offenses? While we discussed how federal and county searches differ during account setup, for many of you that was a long time ago. Federal cases do not appear in county or statewide searches because they involve violations of federal law. Examples include embezzlement, tax evasion, mail and wire fraud, interstate drug trafficking, kidnapping, and many other serious crimes. Including federal criminal searches in your program is an inexpensive way to safeguard your employees, customers and bottom line.

    Do you find that you or your team members are often adding an a la carte search to a current package? We have an easy fix that will improve your efficiency and ensure consistency. The most frequently ordered a la carte service occurs when clients who regularly order a Basic Package add a County Criminal Search to it. If you’re finding that your team is adding any a la carte service more frequently, we can easily add another package to your program to simply your order process. Contact our customer service team to hear more about our Basic Plus package and other available package options!

    Social media background checks have become an increasingly valuable source of information for Crimcheck clients. They reduce the risk of harassment claims, insider threats and negligent hiring by helping you identify these risks before you hire: 1) demonstrations of racism or intolerance, 2) potentially illegal activity, 3) potentially violent conduct, and 4) sexually explicit material. We offer two levels of these searches and would be happy to provide additional information.

    As your trusted partner, we’re here to help you when times are good and when they’re challenging. Please contact your Crimcheck representative at 877-992-4325 or crimsupport@crimcheck.com about optimizing your program, any of the solutions described above, or if we can assist you in any other way.

    We hope that you, your team and family stay well!


    Click here to view the article on Crimcheck's website.

  • Thursday, July 30, 2020 9:54 AM | Denise Downing (Administrator)

    Submitted by TempWorks Software

    In the past several years, emotional intelligence was frequently listed as a top skill that employers sought in their new hires. The onset of the pandemic—and its resulting changes to everyday work life—has only increased the need for workers with high emotional intelligence. It’s a trait that can help us stay resilient, adapt to constantly evolving circumstances, and manage relationships with coworkers to the best of our ability. Outside the workplace, emotional intelligence can also positively affect one’s mental health and quality of life.

    But what exactly is emotional intelligence? Loosely defined, emotional intelligence is a person’s level of self-awareness and self-management. It measures traits like empathy, adaptability, emotional self-control, and teamwork. An employee with high emotional intelligence will generally work well with others and adapt quickly to difficult situations. They are also often honest about any difficulties they experience and seek help from coworkers when appropriate, ensuring that projects and tasks are completed in a timely manner. In contrast, someone with low emotional intelligence may be overly sensitive and difficult to work with.

    There are many different facets to emotional intelligence, which can be broken down into four areas:

    1. Self-Awareness

    2. Self-Management (self-control, adaptability, positive outlook)

    3. Social Awareness (empathy)

    4. Relationship Management (influence, teamwork, leadership)

    It’s natural for employees to be strong in some areas and weaker in others. For example, someone might have high levels of empathy, but lack emotional self-control. To incorporate higher levels of emotional intelligence in the workplace, employees should identify which areas they excel in and take steps to improve their weaker areas. For these employees to make substantial advancement, managers should provide coaching and feedback as often as possible.

    Fostering emotional intelligence in the workplace is key for maintaining high productivity and good spirits in difficult times. With an emotionally intelligent team, your business will enjoy greater adaptability and success.

  • Monday, July 27, 2020 10:37 AM | Denise Downing (Administrator)

    The annual National Staffing Employee of the Year program honors a current or former temporary or contract employee with an extraordinary story of staffing success and who best exemplifies one or more of the industry's key messages of bridge and flexibility.

    Nominate your Star Employee of the Year -Don't forget it's time to nominate your best employee for Staffing Employee of the Year to be announced at the 2020 Annual Meeting. Please consider nominating one of your outstanding temporary or contract employees for this award. Click here for the nomination form.

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